FAMILY AND MEDICAL LEAVE
Authority: Family and Medical Leave Act (“FMLA”) (29 U.S.C.§ 2601, et seq.); New Jersey
Family Leave Act (“NJFLA”) (N.J.S.A. 34:11 B-1, et seq.); and New Jersey Security and Financial
Empowerment Act” (“NJSAFE”) (N.J.S.A. 34:11C-2, et seq.).
Policy
A leave of absence may be granted in accordance with the provisions and requirements of the
FMLA, FLA, and/or NJSAFE or as otherwise provided by law or RVCC Policy.
I.
THE FAMILY AND MEDICAL LEAVE ACT OF 1993
The Family and Medical Leave Act (“FMLA”) entitles eligible employees to take up to twelve
(12) weeks of job-protected leave in a twelve (12) month period for specified family and medical
reasons.1 The law contains provisions on employer coverage; employee eligibility for the law’s
benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after
leave; notice and certification of the need for FMLA leave; and, protection for employees who
request or take FMLA leave.
1.
EMPLOYEE ELIGIBILITY
To be eligible for FMLA benefits, an employee must:
a) have worked for RVCC for a total of twelve (12) months; and
b) have worked at least 1,250 hours (including overtime) over the previous twelve
(12) months (subject to special rules applicable to returning reservists pursuant to
the Uniformed Services Employment and Reemployment Rights Act); and
c) work at a site where the employer employs 50 or more employees within a 75 mile
radius of the site.
The Vice President of Human Resources will determine if the employee meets the
eligibility requirements.
2.
LEAVE ENTITLEMENT
An eligible employee may take up to a total of twelve (12) work-weeks of FMLA leave
during a twelve (12) month period for one or more of the following reasons:

Incapacity due to pregnancy, prenatal medical care, or child birth;

To care for the employee’s child after birth, or placement with the employee of a
child for adoption or foster care;

To care for an immediate family member (spouse, child, or parent) with a serious
health condition;

To take medical leave when the employee is unable to work because of a serious
health condition;

In order to address certain qualifying exigencies while the employee’s spouse, son,
daughter, or parent is on (or has been notified of) covered active duty or call to
1
An eligible employee may utilize up to twenty-six (26) weeks of FMLA leave for care of a covered servicemember
with a serious injury or illness.
1

covered active duty status (including, but not necessarily limited to addressing
issues arising from short-notice deployment, attending certain military events,
arranging for alternative child care or school, addressing certain financial and legal
arrangements, attending certain counseling sessions, attending post-deployment
briefings, arranging for parental care, to spend time with a military member on rest
and recuperation leave (up to 15 days), etc.); or
To care for a covered service member with a serious illness or injury (up to 26
weeks during a single 12-month period).2
RVCC will calculate the twelve (12) month FMLA “leave year” as the twelve (12) month
period forward of the date FMLA leave is first taken.3
When an employee takes leave for a reason covered by the New Jersey Family Leave Act
(“FLA”) and the FMLA, the leave shall be simultaneously counted against an employee’s
entitlement under both statutes to the extent permitted by law. FMLA leave will also run
concurrently with any available disability and/or New Jersey Family Temporary Disability
Insurance (“NJFTDI”) benefits. Additional information about NJFTDI and disability
benefits is available from Human Resources.
Spouses employed by RVCC are jointly entitled to a combined total of 12 work-weeks of
family leave for the birth and care of the newborn child, for placement of a child for
adoption or foster care, and to care for a parent who has a serious health condition.4
Leave for birth and care or placement for adoption or foster care must conclude within
twelve (12) months of a birth or placement.
3.
Intermittent and Reduced Schedule Leave
Under some circumstances, employees may take FMLA leave intermittently, which means
taking leave in separate blocks of time due to a single qualifying reason, or on a reduced
schedule leave, which means reducing their normal weekly or daily work schedule.

If FMLA leave is for birth and care or placement for adoption or foster care, use of
intermittent or reduced schedule leave is subject to RVCC approval.
2
A “covered servicemember” is a current member of the Armed Forces, including a member of the National Guard
or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is
otherwise on the temporary disability retired list, for a serious injury or illness or a covered veteran who is undergoing
medical treatment, recuperation, or therapy for a serious injury or illness. A “covered veteran” is an individual who
was a member of the Armed Forces (including a member of the National Guard or Reserves), and was discharged or
released under conditions other than dishonorable at any time during the five-year period prior to the first date the
eligible employee takes FMLA leave to care for the covered veteran. For an individual who was a member of the
Armed Forces (including the National Guard or Reserves) and who was discharged or released under conditions other
than dishonorable prior to March 8, 2013, the period between October 28, 2009 and March 8, 2013 shall not count
towards the determination of the five-year period for covered veteran status.
3
In the case of leave to care for a covered service member (including covered veteran), the twenty-six (26) week
period will be calculated forward of the first such leave taken. The definition of “serious injury or illness” is different
than the definition of “serious health condition.” Refer any questions to Human Resources.
4
In the case of military caregiver leave, spouses employed by Raritan Valley Community College are jointly entitled
to a combined total of 26 weeks of such FMLA leave.
2



4.
FMLA leave may be taken intermittently or on a reduced schedule whenever medically
necessary to care for a seriously ill family member or covered service member, for a
qualifying exigency relative to deployment of a spouse, son, daughter, or parent, or
because the employee is seriously ill and unable to work.
When FMLA leave is taken intermittently or on a reduced leave schedule for
foreseeable planned medical treatment or if RVCC permits for birth or placement of a
child, RVCC may assign an employee to an alternative position with equivalent pay
and benefits that better accommodates the employee’s intermittent or reduced leave
schedule. Once the reduced schedule or intermittent leave is no longer necessary, the
employee will be returned to the same or equivalent job he/she held when the leave
commenced.
Employees must make reasonable efforts to schedule leave for planned medical
treatment so as not to unduly disrupt RVCC’s operations.
Pay While on Leave
FMLA leave will be unpaid unless the employee has and elects to utilize any applicable
earned paid time off during FMLA leave. Once any applicable paid time off which the
employee elects to use concurrently with FMLA leave is exhausted, the remainder of the
FMLA leave will be unpaid. Likewise, if the employee does not elect to use any applicable
paid time off during FMLA leave, the FMLA leave will be unpaid.
RVCC, through Human Resources, is responsible for designating an employee’s use of
paid leave as FMLA leave, based upon information from the employee.
5.
Health Conditions
A "serious health condition" is an illness, injury, impairment, or physical or mental
condition that involves either an overnight stay in a medical care facility, or continuing
treatment by a health care provider for a condition that either prevents the employee from
performing the functions of the employee’s job, or prevents the qualified family member
from participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period
of incapacity of more than three (3) consecutive calendar days combined with at least two
(2) visits to a health care provider or one visit and a regimen of continuing treatment, or
incapacity due to pregnancy,5 or incapacity due to a chronic condition. Other conditions
may meet the definition of continuing treatment.
“Health Care Provider” for purposes of the FMLA means:

Doctors of medicine or osteopathy authorized to practice medicine or
surgery by the state in which the doctors practice; or

Podiatrists, dentists, clinical psychologists, optometrists and chiropractors
(limited to manual manipulation of the spine to correct a subluxation as
demonstrated by X-ray to exist) authorized to practice, and performing
within the scope of their practice under state law; or
5
Prenatal care also qualifies as a “serious health condition” under the FMLA.
3



6.
Nurse practitioners, nurse-midwives, clinical social workers, and physician
assistants authorized to practice, and performing within the scope of their
practice, as defined under State law; or
Christian Science practitioners listed with the First Church of Christ,
Scientist in Boston, Massachusetts; or
Any health care provider recognized by RVCC or RVCC’s group health
plan benefits Manager.
MAINTENANCE OF HEALTH BENEFITS
During FMLA leave, the employee’s health insurance coverage will be maintained under
the same terms and conditions as if the employee had continued to work. Employees may
be required to pay their share of health insurance premiums while on leave, where
consistent with applicable collective negotiations agreements, state law, and/or health
insurance plans in effect at the time of the leave. Employees who are required to contribute
part of the cost of health insurance must make arrangements with RVCC for timely
payment of premiums.
In some instances, RVCC may recover premiums it paid to maintain health coverage for
an employee who fails to return to work from FMLA leave.
7.
JOB RESTORATION
Generally, upon return from FMLA leave, the employee will be restored to his/her original
job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions
of employment. If RVCC should experience a reduction in force or layoff, an employee
who would have been affected by such a reduction in force or layoff had he/she not been
on FMLA leave is not entitled to be returned to work following exhaustion or completion
of FMLA leave, however, the employee retains all rights under any applicable lay off or
recall system.
8.
MAINTENANCE OF BENEFIT STATUS
An employee’s use of FMLA leave will not result in the loss of any employment benefit
that the employee earned or was entitled to before using FMLA leave and FMLA leave
will not be considered in discipline related to tardiness and/or attendance.
9.
KEY EMPLOYEES
Under specified and limited circumstances where restoration to employment will cause
substantial and grievous economic injury to its operations, RVCC may refuse to reinstate
certain highly-paid “key” employees after using FMLA leave during which health coverage
was maintained. In order to do so, RVCC will:

Notify the employee of his/her status as a “key” employee in response to the
employee’s notice of intent to take FMLA leave;

Notify the employee as soon as RVCC decides that it will deny job restoration and
explain the reasons for this decision;

Offer the employee a reasonable opportunity to return to work from FMLA leave
after giving this notice; and
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
Make a final determination as to whether reinstatement will be denied at the end of
the leave period if the employee then requests restoration and notify the employee
in writing of that decision.
A “key” employee is a salaried “eligible” employee who is among the highest paid ten
percent of employees.
10.
NOTICE AND CERTIFICATION PROCEDURE
Employees seeking to use FMLA leave are required to provide thirty (30) days advance
notice of the need to take FMLA leave when the need is foreseeable and such notice is
practicable.
Employees must provide sufficient information for RVCC to determine if the leave
may qualify for FMLA protection and the anticipated timing and duration of the leave.
Sufficient information may include that the employee is unable to perform job
functions, the family member is unable to perform daily activities, the need for
hospitalization or continuing treatment by a health care provider, or circumstances
supporting the need for military family leave. Employees also must inform RVCC if
the requested leave is for a reason for which FMLA was previously taken or certified.
RVCC may also require employees to provide:

Medical certification supporting the need for leave due to a serious health
condition affecting the employee or an immediate family member; or

Certification of Qualifying Exigency; or

Second or third medical opinions (at RVCC’s expense) and/or periodic
recertification; or

Periodic reports during FMLA leave regarding the employee’s status and intent
to return to work; and

Medical certification of fitness for return to duty.
RVCC will notify employees requesting leave whether they are eligible for FMLA
leave, and if they are not, the reasons for their ineligibility. If the employee is eligible,
the notice will specify any additional information required. Where leave is being
designated as FMLA leave, the employee will be so notified in writing.
11.
12.
II.
NO RETALIATION
There shall be no retaliation against any employee for exercising his/her rights under
the FMLA and/or for taking leave and no interference with FMLA rights. Any such
concerns should be immediately reported to the Vice President of Human Resources or
to any manager or supervisor who shall in turn immediately report same to Human
Resources.
QUESTIONS
Any questions regarding this policy or FMLA leave should be directed to Human
Resources.
THE NEW JERSEY FAMILY LEAVE ACT
5
The New Jersey Family Leave Act (“FLA”) entitles eligible employees to take up to twelve (12)
weeks of job-protected leave in a twenty-four (24) month period for specified reasons. The law
contains provisions on employer coverage; employee eligibility for the law’s benefits; entitlement
to leave; notice and certification of the need for FLA leave; and protection for employees who
request or take FLA leave.
1.
EMPLOYEE ELIGIBILITY
To be eligible for FLA leave, an employee must:
 Have worked for RVCC for a total of twelve (12) months; and
 Have worked at least 1,000 hours (including overtime) over the previous twelve
(12) months.
The Vice President of Human Resources will determine if the employee meets the
eligibility requirements.
2.
LEAVE ENTITLEMENT
An eligible employee may take up to a total of twelve (12) work-weeks of FLA leave during
a twenty-four (24) month period for one or more of the following reasons:

For the birth of a child of the employee; or

For the placement with the employee of a child for adoption; or

To care for the employee’s family member (spouse, civil union partner, child, or
parent) with a serious medical condition.
RVCC will calculate the twenty-four (24) month FLA “leave period” as the twenty-four
(24) month period forward of the date FLA leave is first taken.
When an employee takes leave for a reason covered by the federal Family and Medical
Leave Act (“FMLA”), the leave shall be simultaneously counted against an employee’s
entitlement under both statutes to the extent applicable and permitted by law. However, if
an employee takes FMLA because of his or her own disability, including a disability related
to pregnancy or childbirth, and a family member becomes seriously ill or a child is born or
adopted while he or she is still on FMLA disability leave, the intervening birth, adoption,
or serious family illness does not convert the FMLA leave to FLA leave. For as long as
the employee continues to be eligible for FMLA leave based upon his or her own disability,
the leave does not simultaneously count against the employee’s FLA entitlement. After
the employee is released by his or her healthcare provider, any remaining FMLA leave will
run concurrently with the employee’s FLA leave entitlement.
FLA leave will run concurrently with New Jersey Family Temporary Disability Insurance
(“NJFTDI”) benefits. Additional information about NJFTDI benefits is available from
Human Resources.
Leave for birth and care or placement for adoption of a child must be commenced within
twelve (12) months of the birth or placement of that child.
3.
Intermittent Leave or Reduced Leave Schedule
6
Under some circumstances, employees may take FLA leave intermittently – which means
taking leave in blocks of time, or on a reduced leave schedule, by reducing their normal
weekly work schedule.
 If FLA is for birth and care or placement for adoption, use of intermittent or reduced
schedule leave is subject to RVCC approval.
 FLA leave may be taken intermittently whenever medically necessary to care for a
seriously ill family member. Such intermittent leave may not exceed twelve (12)
months.
 FLA leave may be taken on a reduced leave schedule in increments of not less than
one day and for a period not to exceed twenty-four (24) weeks.
 When FLA leave is taken intermittently or on a reduced leave schedule for
foreseeable planned medical treatment or if RVCC permits for birth or placement
of a child, RVCC may assign an employee to an alternative position with equivalent
pay and benefits that better accommodates the employee’s intermittent or reduced
leave schedule. Once the reduced schedule or intermittent leave is no longer
necessary, the employee will be returned to the same or equivalent job he/she held
when the leave commenced.
 When requesting intermittent or reduced schedule leave, employees shall make
reasonable efforts to schedule such leave so as not to unduly disrupt operations of
RVCC.
4.
Pay While on Leave
FLA leave will be unpaid unless the employee has and elects to utilize any applicable
earned paid time off during FLA leave. Once any applicable paid time off which the
employee elects to use concurrently with FLA leave is exhausted, the remainder of the FLA
leave will be unpaid. Likewise, if the employee does not elect to use any applicable paid
time off during FLA leave, the FLA leave will be unpaid.
RVCC, through Human Resources is responsible for designating an employee’s use of paid
leave as FLA leave, based upon information from the employee.
5.
Health Conditions
“Serious health condition” for purposes of the FLA means an illness, injury, impairment
or physical or mental condition that requires:
 Inpatient care in a hospital, hospice or residential medical-care facility; or
 Continuing medical treatment or continuing supervision by a health care provider.
 For FLA purposes, “continuing medical treatment or continuing supervision by a
health care provider” means:
1. A period of incapacity (that is inability to work, attend school or perform
regular daily activities due to a serious health condition, treatment therefore and
recovery there from) for more than three consecutive days, and any subsequent
treatment or period of incapacity relating to the same condition that also
involves:
i. Treatment two or more times by a health care provider; or
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2.
3.
4.
5.
ii. Treatment by a health care provider on one occasion which results in a
regimen of continuing treatment under the supervision of a health care provider;
Any period of incapacity due to pregnancy, or for prenatal care;
Any period of incapacity or treatment for such incapacity due to a chronic
serious health condition;
Any period of incapacity, which is permanent or long term, due to a
condition for which treatment may not be effective (such as Alzheimer’s
disease, a severe stroke or the terminal stages of a disease) where the
individual is under continuing supervision of, but need not be receiving
active treatment by, a health care provider; or
Any period of absence to receive multiple treatments (including any period
of recovery there from) by a health care provider or by a provider of health
care services under orders of, or on referral by, a health care provider, either
for restorative surgery after an accident or other injury, or for a condition
that would likely result in a period of incapacity for more than three
consecutive calendar days in the absence of medical intervention or
treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis
(physical therapy) or kidney disease (dialysis).
“Health Care Provider” for purposes of the FLA means any person licensed under Federal,
State or local law, or the laws of a foreign nation, to provide health care services; or any
other person who has been authorized to provide health care by a licensed health care
provider.
6.
MAINTENANCE OF HEALTH BENEFITS
During FLA leave, the employee’s health insurance coverage will be maintained under the
same terms and conditions as if the employee had continued to work. Employees may be
required to pay their share of health insurance premiums while on leave, where consistent
with applicable collective negotiations agreements, state law, and/or health insurance plans
in effect at the time of the leave. Employees who are required to contribute part of the cost
of health insurance must make arrangements with RVCC for timely payment of premiums.
7.
JOB RESTORATION
Generally, upon return from FLA leave, the employee will be restored to his /her original
job or to an equivalent job with like seniority, status, employment benefits, pay and
conditions of employment.
If RVCC should experience a reduction in force or layoffs, an employee who would have
been affected by such a reduction in force or layoff had he/she not been on FLA leave is
not entitled to be returned to work following exhaustion or completion of FLA leave,
however, the employee retains all rights under any applicable layoff or recall system.
RVCC may deny FLA leave to certain of its highest paid 5% of salaried employees to the
extent such denial is necessary to prevent substantial and grievous economic injury to
RVCC, upon notice to such employee. If such leave has already commenced, such
employee shall be given ten (10) working days to return to work.
8
8.
NOTICE AND CERTIFICATION
When FLA leave is sought due to the birth or placement of a child for adoption, the
employee must provide at least thirty (30) days’ notice of the intention to take FLA leave
when reasonably practicable. When FLA leave is sought due to a family member’s serious
illness, the employee must provide at least thirty (30) days’ notice of the intention to take
FLA leave, except where emergent circumstances warrant shorter notice.
An employee requesting FLA leave in order to care for the employee’s seriously ill spouse,
civil union partner, child, or parent may be required to provide a certification issued by a
health care provider supporting the need for the requested FLA leave.
9.
NO RETALIATION
There shall be no retaliation against any employee for exercising his/her rights under the
FLA and/or for taking leave and no interference with FLA rights. Any such concerns
should be immediately reported to the Vice President of Human Resources or to any
manager or supervisor who shall in turn immediately report same to Human Resources.
10.
QUESTIONS
Any questions regarding this policy or FLA leave should be directed to Human Resources.
III.
THE NEW JERSEY SECURITY AND FINANCIAL EMPOWERMENT ACT
LEAVE
The New Jersey Security and Financial Empowerment Act (“NJSAFE”) entitles eligible
employees to take up to twenty (20) days of job-protected leave in a twelve (12) month period to
address circumstances resulting from an incident of domestic violence or a sexually violent
offense. The law contains provisions on employer coverage; employee eligibility for the law’s
benefits; entitlement to leave; notice and certification of the need for NJSAFE leave; and protection
for employees who request or take NJSAFE leave.
1.
EMPLOYEE ELIGIBILITY
To be eligible for NJSAFE leave, an employee must:
 Have worked for RVCC for a total of twelve (12) months; and
 Have worked at least 1,000 hours (including overtime) over the previous twelve
(12) months.
The Vice President of Human Resources will determine if the employee meets the
eligibility requirements.
NJSAFE leave may be taken by an employee who is a victim of an incident of domestic
violence or a sexually violent offense or by an employee whose child, parent, spouse,
domestic partner, or civil union partner is a victim of domestic violence or a sexually
violent offense.
2.
LEAVE ENTITLEMENT
9
An eligible employee may take up to a total of twenty (20) work days of NJSAFE leave in
the year following each incident of domestic violence or sexually violent offense for the
following reasons:
(1) seeking medical attention for, or recovering from, physical or
psychological injuries caused by domestic or sexual violence to the
employee or the employee's child, parent, spouse, domestic partner, or civil
union partner;
(2) obtaining services from a victim services organization for the employee
or the employee's child, parent, spouse, domestic partner, or civil union
partner;
(3) obtaining psychological or other counseling for the employee or the
employee's child, parent, spouse, domestic partner, or civil union partner;
(4) participating in safety planning, temporarily or permanently relocating,
or taking other actions to increase the safety of the employee or the
employee's child, parent, spouse, domestic partner, or civil union partner
from future domestic or sexual violence or to ensure economic security;
(5) seeking legal assistance or remedies to ensure the health and safety of
the employee or the employee's child, parent, spouse, domestic partner, or
civil union partner, including preparing for, or participating in, any civil or
criminal legal proceeding related to or derived from domestic or sexual
violence; or
(6) attending, participating in, or preparing for a criminal or civil court
proceeding relating to an incident of domestic or sexual violence of which
the employee or the employee's child, parent, spouse, domestic partner, or
civil union partner, was a victim.
An employee is not entitled to more than twenty (20) days of combined NJSAFE leave in
in any twelve (12) month period.
When an employee takes leave for a reason covered by NJSAFE, the leave shall be
simultaneously counted against an employee’s entitlement under the FMLA and/or the
FLA to the extent applicable and permitted by law. NJSAFE leave will run concurrently
with any short term disability benefits and/or benefits available under the New Jersey
Family Temporary Disability (“NJFTDI”), N.J.S.A. 43:21-25, et seq.
3.
Intermittent Leave
NJSAFE leave may be taken intermittently in increments of not less than one (1) day.
4.
Pay While on Leave
10
NJSAFE leave will be unpaid unless the employee has and elects to utilize any applicable
earned paid time off during NJSAFE leave. Once any applicable paid time off which the
employee elects to use concurrently with NJSAFE leave is exhausted, the remainder of the
NJSAFE leave will be unpaid. Likewise, if the employee does not elect to use any
applicable paid time off during NJSAFE leave, the NJSAFE leave will be unpaid.
RVCC is responsible, through Human Resources, for designating an employee’s use of
paid leave as NJSAFE leave, based upon information from the employee.
5.
MAINTENANCE OF HEALTH BENEFITS
During NJSAFE leave, the employee’s health insurance coverage will be maintained under
the same terms and conditions as if the employee had continued to work. Employees may
be required to pay their share of health insurance premiums while on leave, where
consistent with applicable collective bargaining agreements and/or health insurance plans
in effect at the time of the leave. Employees who are required to contribute part of the cost
of health insurance must make arrangements with RVCC for timely payment of premiums.
6.
JOB RESTORATION
Generally, upon return from NJSAFE leave, the employee will be restored to his/her
original job or to an equivalent job with like seniority, status, employment benefits, pay
and conditions of employment.
8.
NOTICE AND CERTIFICATION
Prior to taking NJSAFE leave, the employee must notify RVCC in writing of the need for
leave giving as much notice as reasonable and practical under the circumstances.
RVCC may require documentation to support the incident of domestic violence or sexually
violent offense which is the basis for he leave. The employee will be considered to have
provided sufficient documentation if the employee provides one (1) or more of the
following:
(1) a domestic violence restraining order or other documentation of
equitable relief issued by a court of competent jurisdiction;
(2) a letter or other written documentation from the county or municipal
prosecutor documenting the domestic violence or sexually violent offense;
(3) documentation of the conviction of a person for the domestic violence
or sexually violent offense;
(4) medical documentation of the domestic violence or sexually violent
offense;
(5) certification from a certified Domestic Violence Specialist or the
director of a designated domestic violence agency or Rape Crisis Center,
that the employee or employee's child, parent, spouse, domestic partner, or
11
civil union partner is a victim of domestic violence or a sexually violent
offense; or
(6) other documentation or certification of the domestic violence or sexually
violent offense provided by a social worker, member of the clergy, shelter
worker, or other professional who has assisted the employee or employee's
child, parent, spouse, domestic partner, or civil union partner in dealing with
the domestic violence or sexually violent offenses.
All information provided in connection with NJSAFE leave shall be retained in the
strictest confidentiality, unless the disclosure is voluntarily authorized in writing by the
employee or is required by State or federal law, rule or regulation.
9.
NO RETALIATION
There shall be no retaliation against any employee for exercising his/her rights under the
NJSAFE and/or for requesting or taking leave and no interference with NJSAFE rights.
Any such concerns should be immediately reported to Human Resources or to any manager
or supervisor who shall in turn immediately report same to Human Resources.
10.
QUESTIONS
Any questions regarding this policy or NJSAFE leave should be directed to Human
Resources.
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